In a nutshell, our goals are as follows:
(1) To discourage workplace retaliation. The big problem facing Kent Security is that people in the company let the power get to their heads, which in and of itself shows poor leadership. What adds to this problem is the fact that people are grabbed practically off the street and given positions of power without a thorough background check or with a background unrelated to security.
For example, Kent Security has a tendency to hire people from the property management industry, believing that such candidates can cross over into security. This notion is absurd. Security and property management are two very different areas of expertise, like nursing and surgery. This is not a matter of education or intellect. People from property management don't view problems the same way as relatively less educated security guards who, though generally less educated, have a more focused perspective on security due to their training and background (this is a generalization, as some security guards can be very educated). Moreover, those from the property management industry may look down on their less educated security counterparts, preventing them from using the wealth of experience security officers have to offer. The same is true of a person grabbed from the military and thrown into the security field, though there is more in common between the military and security than property management and security.
When there is a disparity of knowledge between those grabbed from the street or from a social circle and given positions of power and humble security officers, those in power may feel an instinctual urge to annihilate those of the other group to demonstrate their power or authority. When the former are actually less intelligent and less informed than the latter, they may find themselves on the news and laughed at by the public.
The problem of the wrong people placed into the levers of power goes all the way to the top of the company, where such property management people can be found. Though top executives are blind to this, everyone else sees how laughable the situation actually is. The company might as well have reps walk into South Beach nightclubs and randomly pick people to run the company based on their peacocking attire.
(2) To bring about accountability. Those who have engaged in retaliatory conduct need to be held accountable. This blog and our other campaigns aim to speed up the process. It's not fair that lower-level employees get all of the blame when things go wrong. The fact that the company has been negatively portrayed on the news and the executives responsible for it have gone unpunished is proof that privilege exists. There is privilege in our society. Deal with it if it hurts your feelings.
(3) To encourage workplace democracy. Of course all businesses must have a hierarchy. Some must have more power than others based on knowledge, experience, or other factors. But power isn't something to use arbitrarily for a temporary ego boost. These individuals have bad karma, and we aim to assist this karmic force to completion. Those who have a say in the business are more likely to be loyal and bring a company a good name. It's the right thing to do, regardless.
(4) To encourage public safety. We are concerned over the pattern of conduct shown by Kent Security in our case and in others. For this reason we have reported the company to the authorities, and intend on reaching out to other influential people of South Florida.